LRI Consulting Services, Inc. is an anti-union “persuasion” firm based in Broken Arrow, Oklahoma. Phil Wilson is the President and General Counsel of Labor Relations Institute (LRI) Consulting Services. He is also the Founder of Approachable Leadership, a leadership consulting firm. He received his J.D from the University of Michigan. Prior to joining LRI, Wilson was a management-side lawyer with Wessels & Pautsch and the Director of Human Resources at President Riverboat Casinos. Wilson has written 7 books, including Managing the Union Shop.
LRI was founded in 1978 by Wilson’s father, Donald Wilson. He published a book entitled “Total victory!: The complete management guide to a successful NLRB representation election campaign” in 1994.
In 2023, LRI paid subcontractors $4,330,269. In 2022, they paid subcontractors $2,951,209 and in 2021, $2,474,079. LRI generally charges $425-$450/hour for their services.
In 2023, LRI Consulting Services utilized an extensive network of subcontractors, including Abe Flores, Abraham Flores Jr., Amed Santana, Andria Danine Clay, Bradley K Rechel, Bruce Crawford, Byron Clay, Carlos Flores, Daniel Block, David Sapenoff, Douglas Grima, Elizabeth Hernandez, Eric Vanetti, Gerald O’Brien, Gustavo Flores, Jason Blain, Johan Pena, Marla Johannah Bardi, Michael Damian Esposito, Michael Perkins, Niles Commer, Patrick O’Mara, Phil McMann, Philip McMann, Rebecca Bannon, Rian Wathen, Ronald W Hasinger, Samuel Lard, Scott Michel, Sean Lyles, Susana Flores, Theodore Glesener, Tracy Schrey, Viviana Flores, Wildine Pierre Barrett, and William T Herrera.
Additional Resources
Inside Corporate America’s Favorite ‘Union Busting’ Firm, HuffPost, July 2023
LRI’s Phil Wilson on an NLRB ALJ’s Outrageous Ruling Against Free Speech, Labor Relations Radio, May 2024
LRI’s Phil Wilson on Recent NLRB Developments and Union Organizing Trends, Labor Relations Radio, May 2023
Low-paid workers are unionizing. Corporations are spending a ton to stop them, The Center for Public Integrity, September 2022
Examples of LM-20s Filed By LRI Consulting Services in 2024
To request additional information, submit corrections, or provide supplementary information, please email [email protected].
The persuader industry is composed of firms and consultants hired by employers to obstruct worker unionization. “Persuaders,” as they are referred to by the U.S. Department of Labor, utilize a range of tactics to thwart union organizing efforts. These tactics include disseminating false and misleading information about unions and their potential impact on worker benefits. They may also employ intimidation tactics such as mandatory captive audience meetings where anti-union messages are delivered. Furthermore, persuaders may engage in surveillance, monitoring union activity and targeting pro-union employees, while also following workers, conducting one-on-one meetings, and collecting personal employee information that can be leveraged against organizing workers. The persuader industry presents a significant threat to the right of working people to collectively bargain for better working conditions.
The Labor-Management Reporting and Disclosure Act (LMRDA) plays a pivotal role in protecting the right of workers to join together in unions. Specifically, Section 203 of the LMRDA establishes crucial reporting and record-keeping requirements for employers and labor relations consultants (i.e., “union-busters” or “persuaders”).
Under LMRDA Section 203, employers are mandated to report union-busting expenditures and activities. This includes expenditures aimed at interfering with, restraining, or coercing employees in the exercise of their collective bargaining rights. Additionally, any agreements or arrangements with third-party consultants, designed to persuade employees or obtain information related to labor disputes, must be reported. Similarly, labor relations consultants are obligated to report such agreements or arrangements with employers, including the terms of their agreements, fees, and detailed descriptions of all activities performed, such as meetings with employees, disseminating information, surveillance of union activities, and other efforts to influence employee unionization decisions. This information must be reported on Form LM-20 within 30 days.
The transparency introduced by Section 203 is fundamental to empowering workers. By disclosing information on anti-union campaigns managed by external entities, workers gain valuable insights. Armed with the knowledge that certain information sources are tied to efforts against unionization, workers can critically assess the messages directed at them.
Reporting Suspected Violations
Due to a lack of enforcement, some labor relations consultants may disregard the law and fail to report their activities to the U.S. Department of Labor. Therefore, it’s crucial for organizers and workers to report suspected “persuader” activity to the U.S. Department of Labor’s Office of Labor-Management Standards (OLMS). You can reach them via email at [email protected], by calling (202) 693-0123, or by contacting your nearest OLMS District Office.
For assistance, please contact LaborLab at [email protected].
If you have any questions regarding the preceding information, please do not hesitate to email [email protected] and free additional resources for workers can be found at LaborLab.us/Resources
